The concept of a fractionalized employee is interesting & practical for some job functions more than others. For example, for a software product team with an aggressive roadmap, it would be very challenging to have senior software engineers or product leaders not available all the time. In fact, in many projects, I have witnessed key contributors working at 150% capacity at prolonged times, which obviously is not sustainable and leads to burnouts.
This sounds like the kind of prediction which is interesting in theory but which is unlikely to be widely implemented in practice. It may well be true that at the margin there are more fractionalized employees in the future than there are now, but I don't think it's going to be as widespread as you speculate. Most companies are just too inflexible for this to work, and institutional inertia is a powerful force, *even if* much of what you suggest happens at the margins.
The concept of a fractionalized employee is interesting & practical for some job functions more than others. For example, for a software product team with an aggressive roadmap, it would be very challenging to have senior software engineers or product leaders not available all the time. In fact, in many projects, I have witnessed key contributors working at 150% capacity at prolonged times, which obviously is not sustainable and leads to burnouts.
Is fractionalized just part-time with better branding?
Is there any company who already tried this?
This sounds like the kind of prediction which is interesting in theory but which is unlikely to be widely implemented in practice. It may well be true that at the margin there are more fractionalized employees in the future than there are now, but I don't think it's going to be as widespread as you speculate. Most companies are just too inflexible for this to work, and institutional inertia is a powerful force, *even if* much of what you suggest happens at the margins.